KENANGA ANNUAL REPORT 2018

49 ANNUAL REPORT 2018 Title of Trainings Attended By 32. Share Buy-Back - Listing Requirements and the Impact of New Companies Act 2016 and Take-Overs & Mergers Code 2016 by MIA JN 33. MIA Conference 2018 JN 34. FinTech and Its Impact to Capital Markets by MIA JN 35. FIDE Elective Programme - Emerging Risks, the Future Board, and Return on Compliance by ICLIF II and DRC 36. Identifying Your Next Board Talent by FIDE FORUM NT 37. Kenanga Group’s Fraud Awareness Week 2018 - Townhall Session 2: Anti-Fraud by Malaysian Anti-Corruption Commission JN 38. 2019 Budget: What You Need to Know the Economy, Capital Market and You by SIDC II and JN 39. Briefing on Differential Levy System Framework to the Board of Directors by Persatuan Insurans Hayat Malaysia (Life Insurance Association of Malaysia) II 40. IIAM Talk: Standard 1300 by IIAM JN 41. Fintech: Disruption to be Embraced? - Demo Day and Dialogue with 10 Fintech Companies by FIDE FORUM JN and NT 42. Board Conversations (Banks and Development Financial Institutions/ Insurance Companies & Takaful Operators) by FIDE FORUM II 43. Anti-Corruption and Anti-Bribery in Malaysia by Cahya Mata Sarawak Berhad DRC 44. Internal Audit for Board & Audit Committee by MIA JN 45. Breakfast Series: Non-Financials - Does It Matter by ICLIF II and RL 46. Money Laundering: Trends, Vulnerabilities and Implications for Securities and Investment Banking Sector by Mr. Jagdeep Singh, Nature of Life Sdn Bhd II, DRC, LFG, IHM, LWH, JN, NT and RL CORPORATE GOVERNANCE OVERVIEW STATEMENT Succession Plan 1. Board and Board Committee The Board had in October 2015 formalised the Board Succession Planning Framework which entails the guiding principles for effective succession planning, as well as the detailed procedure in ensuring a smooth transition in the Board’s process and functioning as existing Directors leave and new ones come on board. 2. Senior Management In July 2015, the Board had, upon the NRC’s recommendation, approved the Talent and Succession Management Framework and Methodology for the Group, which aims at ensuring ready successors for leadership positions capable of driving business growth and achieving the Group’s strategic business plan, ensuring a pool of qualified and competent staff prepared and ready to fill up critical positions within the Group as and when required; and ensuring effective development, engagement and retention of high potential employees.